How can you create a culture of benefits management in your program team?

1 Communicate the benefits vision

One of the first steps to create a culture of benefits management is to communicate the benefits vision of your program clearly and consistently to your team and other stakeholders. The benefits vision is a statement that describes the desired outcomes and value that your program will deliver, and how they align with the organizational goals and priorities. It should be concise, compelling, and relevant to your audience. You can use various methods to communicate the benefits vision, such as presentations, workshops, newsletters, dashboards, or stories. The key is to make sure that everyone understands and supports the benefits vision, and can relate it to their own roles and responsibilities.

2 Involve the team in benefits identification and planning

Another way to create a culture of benefits management is to involve your team in the process of identifying and planning the benefits of your program. This means that you should not only consult them, but also empower them to contribute their ideas, insights, and feedback on the benefits that your program can deliver, and how they can be achieved. By involving your team in benefits identification and planning, you can leverage their knowledge, expertise, and creativity, and also increase their buy-in and commitment to the benefits realization. You can use various tools and techniques to facilitate this process, such as brainstorming, workshops, surveys, or interviews.

3 Assign benefits owners and champions

A third way to create a culture of benefits management is to assign benefits owners and champions within your team and across the organization. Benefits owners are the individuals or groups who are responsible for delivering and sustaining the benefits of your program. They should have the authority, resources, and skills to manage the benefits realization activities, such as defining the benefits measures, tracking the benefits performance, and reporting the benefits results. Benefits champions are the individuals or groups who are advocates and influencers for the benefits of your program. They should have the credibility, network, and communication skills to promote the benefits vision, engage the stakeholders, and overcome the barriers and challenges. You should identify, select, and support the benefits owners and champions, and ensure that they have clear roles, responsibilities, and expectations.

4 Monitor and review the benefits performance

A fourth way to create a culture of benefits management is to monitor and review the benefits performance of your program regularly and systematically. This means that you should collect, analyze, and report the data and information that show the progress and achievement of the benefits of your program, and compare them with the planned targets and baselines. You should also evaluate the effectiveness and efficiency of the benefits realization activities, and identify the risks, issues, and opportunities that may affect the benefits delivery. You should use various methods and tools to monitor and review the benefits performance, such as dashboards, reports, audits, or reviews. The key is to make sure that the benefits performance is transparent, accurate, and timely, and that it informs the decision-making and learning of your program.

5 Celebrate and reward the benefits achievements

A fifth way to create a culture of benefits management is to celebrate and reward the benefits achievements of your program and your team. This means that you should recognize and appreciate the efforts and contributions of your team and other stakeholders who have delivered or supported the benefits of your program, and share the success stories and lessons learned with them. You should also reward the benefits achievements with tangible or intangible incentives, such as bonuses, recognition, feedback, or career development. You should use various methods and channels to celebrate and reward the benefits achievements, such as events, newsletters, social media, or testimonials. The key is to make sure that the benefits achievements are visible, meaningful, and motivating, and that they foster a sense of pride and satisfaction among your team and other stakeholders.

6 Encourage a continuous improvement mindset

A sixth way to create a culture of benefits management is to encourage a continuous improvement mindset among your team and other stakeholders. This means that you should foster a culture of learning, innovation, and adaptation that seeks to improve the benefits delivery and realization of your program. You should also encourage your team and other stakeholders to challenge the status quo, seek feedback, share best practices, and implement changes that can enhance the benefits value and outcomes of your program. You should use various methods and tools to encourage a continuous improvement mindset, such as surveys, workshops, coaching, or mentoring. The key is to make sure that the benefits management is not a one-off or static process, but a dynamic and iterative process that responds to the changing needs and expectations of your program and your organization.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?